Assystem - 2018 Register document

NON-FINANCIAL INFORMATION STATEMENT

A RESPONSIBLE EMPLOYER

disabilities, explore new ways to communicate about disability issues and come up with original ideas to help employees view their activities through the eyes of a disabled person. POLICY AND COMMITMENTS By creating the Mission Handicap eleven years ago, we played a pioneering role in this area. Since then, we have embedded disabled employment in our corporate culture and DNA by signing three-year agreements in favour of this category of employees. The second agreement covered the period 2016-2018 and we are currently in negotiations with employee representatives in France concerning a new agreement for the period 2019-2022 that extends the benefits of the current one. ACTION PLANS AND RESULTS The Mission Handicap’s day-to-day results and advances are a real source of encouragement. The Mission’s objectives and continuous progress strategy are being rolled out by a network of disability correspondents through the following initiatives: ● hiring and integration: under the current three-year plan (2016-2018), 27 employees with disabilities have been hired under permanent contracts and 15 under work-study contracts. Employees with disabilities currently represent 2.2% of the Group’s total workforce (versus an average of 1% for the engineering sector). In 2018, for the third year running, we supported Handiréseau’s Trophées des Femmes en Entreprises Adaptées awards for women working in companies specialised in employing people with disabilities; ● skill-building: employees registered as disabled and other employees with disabilities who are taking part in initial or ongoing training are helped to improve their skills through our sponsorship programmes with specialised schools such as INSA in Lyon and Arts et Métiers Paris Tech;

● information and awareness-raising: various initiatives are launched to inform managers and employees and raise their awareness of disability issues. The HandiWeeks organised every year since 2014 consist of a week-long series of events dedicated to disability issues in our various facilities. In 2018, the focus was on good posture at work. Ergonomists visited all of our sites in France to help employees correct bad posture and avoid musculoskeletal disorders; ● outsourcing to sheltered workshops: in 2018, we once again participated in the Salon Handicap Emploi & Achats Responsables event which promotes employment of people with disabilities and responsible purchasing practices. The event was an opportunity to encourage the people responsible for organising operations and events to use the services of “ESAT” companies specialised in employing people with disabilities; ● technological innovation: our Innovation unit is working on the Handroide project to develop a prototype wheelchair and mobility aid. The hybrid wheelchair combines three functions (wheelchair, exoskeleton and gyropod) to enable people with reduced mobility to pass obstacles more easily, thereby facilitating their access to industrial sites. Our Mission Handicap, which supports over 20% of our employees with reduced mobility or motor skills, is helping to fund this project; ● organisation of disabled sports events to show disability in a different light: 80 managers were invited to an evening event on the topic of sport and disability organised at the Institut National du Sport, de l’Expertise et de la Performance (INSEP). During the evening, four members of the French visually impaired football team told their stories and gave participants a taste of their sport. The event was an opportunity for the managers to discuss their practices and experience in managing people with disabilities.

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Assystem Connect organises its first handi hackathon On 25 October 2018, nine teams took part in a handi hackathon at the Seine Innopolis co-working space in Paris. The aim was to bring together clients, employees and partners for a team building day organised around the theme of the 2024 Olympic and Paralympic Games. The programme included workshops on topics related to Assystem Connect’s business, such as the search for solutions to the building safety problems faced by people with disabilities. Preventing discrimination We are committed to creating an inclusive environment and preventing all forms of discrimination, in particular through the Equal Access to Education charter adopted in 2005 and regular training and information initiatives. The Manager’s Employee Relations Toolkit programme for new managers includes diversity training designed to provide a basic understanding of all of these issues, including disability. In 2018, we also rolled out an anti-discrimination training programme to help participants identify operational risks in the hiring process and comply with the related regulations. Sixty-one employees participated in the sessions during the year.

3.3.3

OPEN DIALOGUE WITH OUR TEAMS AND EMPLOYEE REPRESENTATIVES

management, elected employee representatives, the trade unions and employees. ACTION PLANS AND RESULTS We maintain regular dialogue with employee representatives and the trade unions. The process enables us to share information about defining

Social dialogue Social dialogue is a powerful component of Assystem’s corporate identity. We work hard to maintain smooth communications between

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ASSYSTEM

REGISTRATION DOCUMENT 2018